PURPOSE STATEMENT: 

THIS POSITION IS 100% REMOTE 

The Human Resources Business Partner (HRBP) provides strategic and tactical HR support to a designated customer base of field management in the CTC Clinics. The HRBP facilitates the creation of the desired workplace culture and an engaged and productive workforce through Acadia’s policies, programs and practices. Leads and supports key HR functional areas within assigned clinics to include employee relations, talent acquisition, retention, performance management, compliance, compensation analysis, employee development, succession planning, etc.  Provides alignment at the functional level to identify efficiencies, provide consistency and streamline processes, methodologies and practices in the areas of human resources.  This position has critical interaction and influencing responsibility with clinic and division leadership. This position may require frequent travel to facilities to oversee, assess and support the Human Resources function.  

ESSENTIAL FUNCTIONS: 

• In partnership with the Group HR Director, Sr. HRBP and division leadership within customer group, executes strategy for human capital, talent development and succession planning, employee relations and engagement, internal communications, change management, diversity and compliance. 

• Proactively obtains, interprets and presents metrics and analysis (performance, attrition, hiring, vacancy, employee engagement, and other data) to business leaders to influence decisions. Identifies trends within designated group, formulates and executes action plans to address issues through proactive training, turnover and retention strategies, career development and other methods. 

• Uses knowledge and expertise of company policies and procedures and federal, state and local employment laws to provide guidance and counseling to field employees and management to support Acadia Employee Relations strategy. 

• As needed, visits assigned facilities to assess, advise and support HR functions in the clinic. 

• Drives employee relations solutions.  Fosters a positive employee relations climate through coaching of clinic leadership.  Supports employee relations, ethics, or compliance investigations; maintains tracking for issues/concerns and handles inquiries from employees or managers. 

• Partners with designated leaders to support compliance standards (JCAHO, CARF, DOL, HR policies, etc.) and create an environment of compliance and excellence.   

• Advises designated leaders on performance counseling and corrective action procedures; consults on suspension or termination of employment actions. 

• In partnership with Legal, provides information on reduction in force processes and severance. 

• Partners with leadership, corporate HR and field management to analyze and prioritize the critical business challenges and deploy appropriate HR interventions.  

• Collaborates with local management and corporate HR to develop and evaluate union vulnerability assessments and implement solutions that reduce legal liability and third party representation. 

• Supports Acadia merger/acquisition process by assisting through the due diligence period with analysis, all the way through go live supporting the employees with transition into the company. 

OTHER FUNCTIONS:  

• Performs other duties as assigned. 

STANDARD EXPECTATIONS: 

• Complies with organizational policies, procedures, performance improvement initiatives and maintains organizational and industry policies regarding confidentiality.  
• Communicate clearly and effectively to person(s) receiving services and their family members, guests and other members of the health care team. 
• Develops constructive and cooperative working relationships with others and maintains them over time. 
• Encourages and builds mutual trust, respect and cooperation among team members. 
• Maintains regular and predictable attendance.  

EDUCATION/EXPERIENCE/SKILL REQUIREMENTS: 

• Bachelor’s Degree in Human Resources or Business, or a combination of formal education and/or relevant equivalent experience; Master Degree preferred. 
• A minimum of 5 years of experience in an Employee Relations or Human Resources management role; preferably in a healthcare and/or multi-site environment; strong generalist experience required. 
• Extensive working knowledge of employment laws and regulations, employee relations best practices and union avoidance practices. 
• Working knowledge and experience with accreditation and licensing organizations such as JCAHO, DNV, CMS, CARF, DEA, etc. 
• Skilled in leading complex initiatives where the impact is significant in supporting the needs of the designated group. 
• Demonstrated experience in change management working with acquisitions and start-up sites. 
• Strong critical thinking skills and ability to analyze data, determine root causes, and devise effective solutions. 
• Intellectual capability, HR operational knowledge and demonstrated ability to gain immediate credibility to influence and advise senior leadership. 
• Must possess strong interpersonal, verbal and written communication, and listening skills. 
• Proficiency with Microsoft Office products (Outlook, Word, Excel, PowerPoint, etc.) and HRIS databases. 

• Ability to work professionally with sensitive, proprietary data and information while maintaining confidentiality. 
• Must be able to manage multiple tasks/projects simultaneously within inflexible time frames.  Ability to adapt to frequent priority changes. 
• Proficiency with English sufficient to provide and receive verbal and written instructions/directions. 

LICENSES/DESIGNATIONS/CERTIFICATIONS: 

• PREFERRED: PHR or SPHR 

SUPERVISORY REQUIREMENTS:  

​​This position is an Individual Contributor​ 

While this job description is intended to be an accurate reflection of the requirements of the job, management reserves the right to add or remove duties from particular jobs when circumstances  
(e.g. emergencies, changes in workload, rush jobs or technological developments) dictate.